Reports results from a survey of 12 leading corporations concerning their management of the executive development process. Indicates that involvement of the chief executive officer, a clear policy, a relationship between executive development and business strategies and objectives, annual succession planning, and management responsibility are key…

Outlines two schools of thought on personnel management--staffing and career management--and provides guidelines on how they can be integrated to solve human resources problems. (IRT)

By acknowledging the value of the work-sharing concept, recognizing the importance of the psychological contract, and conducting prelayoff consultations with the assistance of third-party neutrals, companies can more effectively cope with the problem of employee layoffs and improve employee relations in general. (Author)

Alert management heads off potential personnel problems by setting up early-warning systems on employee concerns, wants, and needs. (For availability, see EA 507 433.) (Author)

The issue of plateauing (reaching one's promotional ceiling) is one that is too often ignored because organizations are afraid that people will lose their motivation. Executives can successfully address the problem and owe it to their employees to do so. (JOW)

The author provides background on Acquired Immune Deficiency Syndrome (AIDS) and reviews employers' responsibilities both to infected employees and all employees. She recommends that organizations develop a policy on the issue, including when AIDS testing will be used. AIDS training of all employees is discussed. (CH)

Explains why personnel and career management practices must be upgraded if organizations want to increase profits and productivity. (JOW)

With proper job placement, a company can take advantage of the older workers' greater stability; their more serious attitude toward work; greater experience, mature judgment, and loyalty; and better attendance and health record. (Author)

Discusses the need for a strong assessment process as the beginning of any employee assistance program. Lists various barriers to assessment and provides guidelines for the assessment process. (CH)

Discusses how Bank of America has responded to the problem of acquired immune deficiency syndrome (AIDS) in the workplace by devising a comprehensive policy on life-threatening illnesses and initiating an employee education program on AIDS. (CH)

Management has not grappled much with workers' feelings that job enrichment may not often be a good bargain for them. (For availability see EA 507 168) (Author/MLF)

Discusses factors in a changing society that will make it necessary for companies to revamp their human resources function. Topics include technology, demographics, emerging career categories, human resources planning, benefits, legal trends, and training and development. Tells how to revamp the human resources function. (CH)

The author states that caring for elderly relatives is being added to women's traditional roles of wife, mother, and homemaker, as well as their new role as worker. She cites trends, including the aging of the population, and problems, including loss of worker productivity. Model corporate solutions are presented. (CH)

Discusses the legal ramifications for employers concerning acquired immune deficiency syndrome (AIDS). Suggests that employers should have in place an AIDS policy that addresses such issues as AIDS testing, employee assistance programs, and health insurance coverage. (CH)